What is the procedure for leaders, managers, and employees to safely manage a harassment or discrimination complaint? This is an important consideration when discussing ways to foster equity and inclusion. If you’re anything like some of the leaders I talk with, this question might make you a bit uncomfortable, if not defensive. So, let me rephrase it: what are the safe insight channels in your organization?
In a previous post, I wrote about the importance of tracking and sharing employment processes and composition data with all employees as well as the public. I would add to this the processes for raising concerns and complaints. All stakeholders should understand and support equity and inclusion systems. This includes procedures and tools to safely report discrimination and harassment.
I believe this is more important than ever. According to the U.S. Equal Employment Opportunity Commission, over 39,000 retaliation-based discrimination charges were filed in 2019. Unfortunately, many of our complaint systems are not working.
Safe Insight Channels
Researchers Frank Dobbin and Alexandra Kalev found that formal grievance procedures actually slow progress in diversity, equity, and inclusion of minority men and women in management, as noted in What Works, a report created by Stephen S. Padulla of Stanford University. Instead, organizations and leaders can offer alternatives, including:
- A neutral party to receive confidential complaints, such as an ombudsperson. Their role is to listen and provide guidance to resolve issues. Developing a pool of well trained and skilled ombudpersons can improve potential conflict of interest risk.
- An external, third party mediator. Their role is to listen and advise. Mediators are commonly available through an employee assistance program.
- A dispute resolution department, either internal or external. Their role is to represent—or arbitrate for—both parties in mediation on a variety of issues. However, when there is a power difference between parties, or when termination is the remedy, complaints may go unresolved in a satisfactory manner.
- A transformative dispute resolution model designed to change the workplace. At its core, this model is designed to change the workplace by improving self-awareness, skills, and accountability through training, and sometimes, in policies and processes.
Foster Equity and Inclusion: Shift Your Mindset for Success
Of course, equity and inclusion ultimately depend on leadership attitudes. When leaders perceive complaints as threats, they miss the opportunity to gain valuable insights. By balancing speed with quality in finding solutions, they gain insights.
What do you think? What are the safe insight channels in your organization? I’d love to hear from you. I can be reached here, on LinkedIn, or give me a call: 561-582-6060.
